Few things are more nerve-wracking than starting a new job. New hires are often apprehensive when they walk through the door on their first day, and their long-term engagement and success can be affected by how well you onboard them during the first few weeks. One great way to transition your new employees is through mentorship programs. By connecting rookie employees with seasoned mentors, you can improve morale, training quality, and even retention.
Mentoring offers a host of perks for the entire workplace, such as a friendlier work atmosphere and enhanced job training. Workplace veterans can provide newbies with tips for internal processes, cultural norms, and even job-specific skills. For instance, at Achievers, all new hires are paired with a “buddy” who takes them out to lunch during their first week, introduces them to other employees, and helps them access all the resources they need to complete their onboarding paperwork and checklist.
This relationship can create an increased sense of belonging for new hires as well as a feeling of purpose for long-term employees. Instead of creating a competitive atmosphere in the workplace, you’re encouraging collaboration and peer-to-peer support.
Ideally, mentorship programs should be well-planned and thoughtfully executed to ensure that the process runs smoothly. HR should start off by talking with long-term, respected employees to gauge their interest in becoming mentors. Offering a reward for participation is a great way to entice mentors who might worry about time management and availability. At Achievers, both the new hire and the “buddy” receive reward points when the new hire successfully completes their onboarding checklist. This incentivizes both parties to work together to get everything done.
When building a mentorship program, it’s important to outline specifics like the pairing approach, program length, and collaboration frequency. Mentors will be more likely to participate if they understand exactly what their time commitment needs to be.
You’ll also need to decide how mentorships will be assigned and how outcomes will be measured. What’s the appropriate ratio of new hires to mentors? For smaller companies, a 1:1 ratio is ideal, but many large businesses prefer small groups.
Will new hires be paired with a peer or with a senior team member? Will they be paired with someone on their team or in a different department?
Before you roll out a mentorship program across your organization, consider recruiting a small test group of mentors and new hires that you work with closely to monitor their activities and get feedback. Take your learnings from the test group to create a carefully documented set of expectations and responsibilities for future mentors. Think strategically about how you can set incentives, and then publicize those incentives, to attract the best set of mentor volunteers. Mentoring will be one of the first impressions your company makes on new employees, so you want it to be easy, streamlined, and genuinely helpful.